Please review the following policies and procedures for our program:
Corrective Action/ Dismissal of Pharmacy Residents
The pharmacy resident must abide by all provisions of the Pharmacy Resident
Appointment Agreement (contract). Pharmacy residents are subject to probation
or dismissal based on failure to meet obligations of the residency program
and expectations as defined in the appointment agreement. Further, the
resident will sign a copy of this policy stating that they have reviewed
and understand the policy at the time that they sign their contractual
agreement of employment with the residency program.
If the pharmacy resident fails to successfully complete the Pharmacy licenser
examination within ninety days after the start date of the residency program,
the resident may be terminated from the program.
The pharmacy resident is also subject to the dismissal process that applies
to all hospital employees with regarding to adherence of all hospital,
pharmacy and residency policies.
Minimum Requirements to Receive a Resident Certificate
Residents are expected to satisfactorily complete all requirements of the
Pomona Valley Hospital Medical Center Residency Program. Only those residents
who satisfactorily complete the requirements will receive their Residency
Certificate as evidence of program completion. Evaluation of the residents’
progress in completing the requirements is done as part of the quarterly
review process. The Residency Advisory Committee shall assess the ability
of the resident to meet the requirements by established deadlines and
work with the resident to assure their satisfactory completion. If a resident
is failing to make satisfactory progress in any aspect of the residency
program the corrective action policy shall be used (please see corrective
Required activities include but are not limited to the following:
- Completion of a full-time practice commitment for 12 months
- Successfully passing the California State Board of Pharmacy pharmacist
examination within the first 90 days of the residency year
- Meet all residency requirements as demonstrated by achievement of all required
goals and objectives
- Completion of the Teaching Certificate Program
- Completion of a major project and presentation at pharmacy conference
- Completion of a grand rounds lecture at Pomona Valley Hospital Medical Center
- Participation in resident recruitment activities
Residents are expected to attend all functions as required by the RPD and
rotation preceptors. All leave requests should be discussed in advance
with the appropriate preceptor to assure that service responsibilities
can be fulfilled. An excused absence is defined as paid time off (PTO)
and discussed with and approved by the respective rotation preceptor and
RPD. If for any reason the resident is not able to report to work due
to an illness or family care, the resident must speak to the RPD or their
direct Preceptor. If the resident is unable to contact the appropriate
persons, they may send an email or leave a voice mail and contact the
pharmacist on duty. If the resident is sick for three or more days, a
doctor’s excuse is necessary. If a resident is scheduled for staffing
as inpatient pharmacist and they call in sick they must make up this time
(additional weekend or shift) on the subsequent schedule. Residents are
provided three (3) days for sick leave.
Paid Time Off
Twelve (12) working days per twelve-month contract are granted for paid
time off (PTO). Job interviews, personal appointments, days to sit for
exams will require use of PTO. Additional leave to attend professional
meetings beyond the assigned recruitment or presentation activities will
also require use of PTO. PTO should not be scheduled on days the resident
is assigned to staff unless prior approval is obtained and due diligence
to find coverage has occurred. PTO requests cannot exceed more than 5
days on any one rotation experience without prior approval from RPD and
rotation preceptor. PTO requests in June are discouraged and will be reviewed
on a case by case basis by the RPD.
Extended Leave Policy
If an extended absence occurs (i.e. extended family or sick leave), extension
of the residency program may be necessary. Opportunity to extend the program
with pay will depend on the decision of the Residency Advisory Committee.
Upon recommendation of the Program Director, and with the approval of the
Residency Advisory Committee, a resident may be dismissed during the term
of the residency for unsatisfactory performance or conduct. Examples include,
but are not limited to the following:
- Unprofessional conduct
- Poor performance in the residency program (as evidenced by failure of a rotation)
- Non-licensure by the California State Board of Pharmacy within 90 days
of start date of residency program will result in probation with the need
for an immediate remediation plan; non-licensure by January will result
in automatic dismissal.
- Revocation of pharmacist licenser by the California State Board of Pharmacy
The recommendation to the Residency Advisory Committee for dismissal shall
be in writing, outlining the areas deemed unsatisfactory and the reasons
for the dismissal.
Formal Appeals Process
The resident may initiate a formal appeals process by composing a response
within 5 business days from the time of written notification of a warning,
probationary action, or dismissal.
- The request to review the action (an appeal) should be submitted in writing
to the RPD and Coordinator and received in their office by 4:30pm on the
fifth business day after receipt of the warning, probation, or dismissal.
Failure to notify the RPD and the Coordinator within this time frame will
be considered acceptance of the warning, probationary action, or dismissal.
- The resident may appear before the RPD and Resident Advisory Board and
be given the opportunity to make a statement.
For a copy of our Polices and Procedures, please click